Summer Training Report on Induction Process at Flexituff International

SUMMER TRAINING REPORT ON
INDUCTION PROCESS
AT
FLEXITUFF INTERNATIONAL LIMITED

KASHIPUR
Submitted in Partial Fulfillment of the Requirement for the
Degree of
BACHELOR OF BUSINESS ADMINISTRATION
(2013 2015)
GUIDE : SUBMITTED BY:
Mr. NASIR AHMAD AKANSHA SHARMA
BBA 4 SEMESTER
Enroll No:JV-U/13/6363
JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,

JAIPUR(RAJASTHAN)
JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

CERTIFICATE
This is to certify that Miss AKANSHA SHARMA has successfully

completed.
the project work as part of JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,

JAIPUR(RAJASTHAN)
course as per following details:
Name of the course :- BBA (2 YEAR)
Specialization :- Human Resource (HR)
Name of the company selected for the project :-
FLEXITUFF INTERNATIONAL LTD. MAHUAKHERA GANJ (KASHIPUR)
Title of the project :- Study of Induction Program of FLEXITUFF

INTERNATIONAL LTD.
Academic year :- 2013 - 2015

ACKNOWLEDGEMENT
A student always collects bouquets and brickbats. If there are some
bouquets then I would like to mention it to the people who had been
instrumental in assissting me to successfully prepare the report.
At the outset, I would like to thank Mr. NASIR AHMAD for giving me the
approval to this project in the organization. I wish to
Acknowledge the entire HR team at FLEXITUFF INTERNATIONAL LTD.

Who helped me to shape the direction of my research work. This report
would not been possible without their help.
A heart felt thanks to the respondents surveyed whose ideas, critical
insights and suggestion have been invaluable in the preparation of this
report. Last, but not least a very warm thanks to all the faculty member of
Jayoti Vidyapeeth Womens University, Jaipur for providing me guide lines

in summer training project.
Miss AKANSHA SHARMA

STUDENT DECLARATION
I hereby declare that the project report entitled INDUCTION PROCESS

of the FLEXITUFF INTERNATIONAL LTD.
The analysis and findings in this report are based on the information
collected by me through a structured questionnaire having relevant
questions.
Counter Signature: TRAINEE:
Miss AKANSHA SHARMA
PREFACE

Business and industry in India are going through a phase of change as
never witnessed before. Given the size of national economy, the role of
Public Enterprises and the emerging diversity & dynamism in the private
sector, it is difficult to describe accurately its scope. A healthy national
economy is dependent upon healthy growth in business and industry. A
healthy growth in business and industry, in turn, primarily depends upon
the quality & potential of its Human Resources. Thus, the most important
factor for survival and development, particularly in this age of rapid change
and growth, is human capacity. Customer oriented, quality conscious, cost
efficient and multi-skilled manpower will determine the core competency of
modern organizations, for it is the man behind the machine and not the
machine alone that will provide the cutting edge. During the last few years
Flexituff international ltd. is also striving to grow in a competitive global
scenario. The Corporation continues its quest for good quality products and
customer delight to meet the challenge. In such a situation, human
resources and their competency play an important role, as the real strength
of organization depends upon the strengths and capabilities of its human
capital. As part of Human Resource Function, Induction Program is the first
line of defense when it comes to bringing the right people into the
organization. It improves the personality, attitude, communication abilities,

and other behavioral characteristics that fit the organization. The overall
aim of the Induction Program is to welcome the Management Trainees and
introduce them about the companys environment, their compensation and
benefits etc. It also helps to introduce with companys terms and conditions
and visit them into plant of Flexituff for practical knowledge and know the
culture of Flexituff ltd. In view of above, it becomes imperative for any
organization to conduct Induction Program.
As a part of the partial fulfillment of the BBA programee at JVWU ( JAYOTI
VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN) Summer training was

undertaken in the Flexituff a unit of FLEXITUFF INTERNATIONAL LTD.
INDORE (MP) The purpose of the training was to have the practical
experience of working in Human Resource Department and to have the
exposure to the various
management practices in the field of human resource and how the

induction process of the located and approached candidates is done in the
company.
This report is an attempt to provide the details about the induction process
adopted by the FLEXITUFF INTERNATIONAL LTD. Kashipur (U.K.).
CONTENT

Chapter 1 ORGANISATIONAL PROFILE
Chapter 2 INTRODUCTION OF THE TOPIC
Chapter 3 RESEARCH METHODOLOGY
Chapter 4 DATA ANALYSIS
Chapter 5 FINDINGS
Chapter 6 RECOMMENDATION & SUGGESTIONS
Chapter 7 CONCLUSION
Chapter 8 BIBLIOGRAPHY
Chapter 9 ANNEXURE
ORGANIZATIONAL PROFILE

FLEXITUFF INTERNATIONAL LIMITED, KASHIPUR
ABOUT THE COMPANY

Flexituff international ltd, a company promoted by the renowned Kalani
group from Indore (M.P).

Flexituff has the largest capacity in India ( 2nd largest in
the world ) to produce PP woven based products. It has the most modern
plant and equipment under one roof to convert PP granules to tapes, fabric,
printing, lamination and bag making.
Flexituff is the first company to start BOPP printed and
laminated PP woven bags in India about seven year back. It is the leader in
jumbo bags, big bags and container liners. Due to continuous support and
strength derived from its own R&D and the international quality set and
maintained by its team of scientists, engineers and professionals. Today,
Flexituff is exporting to more than 40 countries in the world and has been
receiving best export awards year after year.
Flexituff is the first and only Asian company now
successfully audited and certified by AIB ( American Institute of food
Bakers, USA) and BRC (British Retailer Consortium, UK) to make direct
Food contact bags for supplies to American and European companies.
Flexituff also certified for ISO 9001:2000 and HACCP, in addition to three
units at Pithampur near Indore and most modern unit at Kashipur at
Uttarakhand, where the commercial production is expected within three
months from now. The unit established in year 2004, and it is the
manufacturer type unit. This unit will have excise duty exemption for next
10 year and partial exemption for CST.

Flexituff have experience and expertise to produce any
type of PP/HDPE bags to customer specifications.
The list of product by Flexituff international ltd. Kashipur as :-
Small Bags
Jumbo Bags
Big Bags
Container Liner
PP Sheets
Leno bags
Printed and unprinted Fabric
HISTORY
Flexituff was originally constituted as a partnership firm under the Indian
Partnership Act, 1932 on January 22, 1966 under the name and style of

Saurabh Potteries & Ceramics with its principal place of business at
Indore. Since then, the partnership was reconstituted from time to time by
way of admission of new partners or resignation of the then existing
partners. With effect from March 1, 1993, the name of the partnership was
changed to Naviska Packaging and a fresh partnership deed was
executed. Thereafter, pursuant to The provisions of section 567 of Part IX
of the Companies Act, 1956, Naviska Packaging was converted into a
private limited company, Naviska Packaging Private Limited, on April
8,1993. The name of Company was changed to Giltpac International India
Private Limited w.e.f. June 29, 2001. The name of Company was again
changed to Naviska PackagingPrivate Limited w.e.f. January 01,
2003.flexituff was converted into a public limited company and the name
was changed to Flexituff International Limited w.e.f.April 25, 2003.
Environment, Health and Safety:
Since its inception, the Flexi tuff core values of commitment to safety,
health and the environment, high ethical standards and respect for people

have been the cornerstone of who we are and what we stand for. Well
communicated EHS policies ensure that production targets never override
the safety of a person and that as a responsible corporate, we remain an
environmentally responsible neighbor in the communities where we
operate, acting promptly and surely to correct incidents or conditions that
endanger health, safety or the environment.
CORPORATE GOVERNANCE
At Flexituff, our pursuit to achieve good governance is an ongoing process,
thereby ensuring truth, transparency, accountability and responsibility in all
our dealings with our employees, shareholders, consumers and
communities. We aim to develop capabilities and identify opportunities that
best serve the goal of value generation, thereby creating an outstanding
organization.
MANAGEMENT OF THE COMPANY

Board of Directors

The Board of Directors of our Company comprises of the following persons:

Name of Directors Designation
1. Mr. Anirudh Sonpal Chairman and Independent Director
2. Mr. Manish Kalani Managing Director
3. Mr. Pawan Kumar Jain Non-Executive Director
4. Mr. Ravindra Chourasiya Non-Executive Director
5. Mr. Aswini Sahoo Non Executive Director
6. Mr. Kevan John Upperdine Independent Director
7. Mr. Sharat Anand Independent Director
UNITS / BRANCHES OF THE COMPANY

Flexi tuff International Limited was incorporated in the year 2000. The
company is one of the leading manufacturers of multifilament yarn, bags,
webbing and many more. The company has established itself as a strong
contender in the market. The company is known for its quality products.
The company produces all types of raw materials.
Branches of company:-
Flexituff international ltd. Noida
Flexituff international ltd. Pithampur, Indore
Flexituff international ltd. Kashipur, Uttarakhand
Flexituff international ltd. Dhar (M.P.)
Product of the company

BOPP BAGS,
FIBC BAGS,
Disposal Glasses,
Tarpoline Fabric
Thermoformed Wares
Leno Bag,
PP Fabric,
Some of the standard designs at Flexi tuff are as under:

Sift -proof Bags
Baffle Bags
Form-fitted Liner Bags
Builder Bag / Tunnel-lift
Single-loop Bags
Sling Bags
Products of flexi tuff

BOPP BAGS
BOPP Multi Color PP Bags

DISPOSAL GLASSES
TARPOLINE BAG
FIBC(JUMBO) BAGS

LENO BAGS
PROCESS OF MAKING BAGS

Awards and Accreditations
ISO 9001:2008 certified for conforming to quality management

system standards.
ISO 14001:2004 certified for conforming to environmental

management system standards.
ISO 22000:2005 certified for conforming to food safety standards.
Complies with ISO-6 (class 1000) for Internal Bubble Cooling

System.
Complies with ISO-7 (class 10000) for Liner Section.
Complies with ISO-8 (class 100000) for Liner Section (other than
liner forming)
Certificate of Conformity dated January 20, 2010 issued by Moody
International Certification India Limited for the manufacture of Silt
Fence Fabric (FIL 124SF), Silt Fence Fabric (FIL100SF)
Geotextile Fabric (FIL200G) and Geotextile Fabric (FIL 315G).
Quality certification issued by Det Norske Veritas (DNV) certifying

that our Company meets the requirements of BRC/IOPIssue 3
Global Standard- Food Packaging and other Packaging Materials,
January 2008 in category 1 in respect of manufacture of poly woven
bags and FIBCs for food contact applications.
Recognition of Achievement issued by AIB International for the

years 2009, 2008, 2007 and 2006 certifying that the Company has

fulfilled the requirements of the AIB International Consolidated
Standards for Food Contact Packaging Facilities Programmes.
Top Exporter of FIBCs (Jumbo Woven Bags) and the highest

recognition for exports from The Plastics Export Promotion Council,
Govt. of India for the years 2008-09, 2007-08, 2006-07 and 2005- 06.
Top Exporter of woven sacks/ fabrics and the highest recognition for
exports from The Plastics Export Promotion Council, Govt. of India
for the year 2002-03 and 2001-02.
Second Best Exporter of Plastic Tarpaulin and the highest recognition

for exports from The Plastics Export Promotion Council, Govt. of India
for the year 2004-05.
Niryat Shree Award, Certificate of Excellence from Federation of Indian

Export Organisations for outstanding export performance in the category
Residual Products Non SSI during the year 2004
OUR MAJOR CUSTOMERS

Ashapura Minechem Ltd.
Jindal Power & Steel Ltd.
Wolkem India Ltd.
Ashtech India Pvt. Ltd.

EBM India Pvt. Ltd.
Ultratech Cement Ltd.

Hindustan Unilver Ltd
Grasim Industries Ltd.

INTRODUCTION
OF
TOPIC
INTRODUCTION
A newly recruited employee is a cost to the company until he starts
providing tangible results to the profitability of the concern either directly or
indirectly. Induction training is conducted to make the employee
comfortable with the organization and assimilating him, thus enabling him
to perform better. A good induction system helps in the boosting of the

morale of the employee resulting in excellent results.
General information like the history of the company, its values and goals,
its customers, its position in the market, employer-employee relationship
prevalent and much more must be informed to help in understanding where
the company stands and what it can do to the future of the employee. The
working hours, policies related to sick leave and holidays, dress code
followed in the company, organisational hierarchy, policies related to
performance evaluation, monetary and non monetary benefits, profit
sharing, etc must be made known. In India with the trade union system
existing in many companies, information on the different trade unions must
be let known to know how she can gain on joining the organization.
Location of the basic amenities like cafeteria, wash rooms, library, sports
centre must be shown. Personal support systems like transportation
system, their timings, routes, etc and other beneficial facilities like crches
and other child care units within the organisation or that are working for the
organization must be told. Employee must be informed about the policies
regarding the telephone usage, mailing groups etc to avoid delay in work.
Introduction to the team members and other people who contribute to the
work of the team helps in creating a feeling of belonging in the group. A
general idea on whom to contact for task related, technical, HR related
clarifications improves productivity. The induction program should aim to

familiarize the new employee with the jargons used in the organization. In
an industry which require strict adherence to the safety standards, steps to
teach the employee the safety techniques is of supreme importance.
Information on the personal strengths and weakness of the new employee
aids in increasing his productivity by providing the platform for further
improvement of the key skills and reducing the impact of the weaknesses
through training. Training moulds the individual to meet and utilize the
challenges incurred in the changes in the technology to his advantage.
Training should succeed in bridging the gap between the existing and
required needs. After an enquiry of the personal goals of the individual is
made, the employee must be convinced of a path to career growth within
the organization.
An investigation of the success of the induction programme must be
conducted to know how effective it was in increasing the productivity of the
employee. A sense of oneness with the business entity coaxes her to put in
further initiative. The induction training programme must be properly drafted
and should be open to the changes in the industry to be of good quality
resulting in excellent outcome. Questionnaires must be circulated amongst
the employees to have an honest feedback to know areas of improvement.
An effective induction system creates a feeling of oneness between the
oragnisation and the employee resulting in better initiative and performance
of the employee to provide quality results.

INDUCTION ( ORIENTATION )
An induction programme is the process used within many businesses to
welcome new employees to the company and prepare them for their new
role.
Induction training should, according to TPI-theory ( TPI-theory refers that

new employees need to develop theoretical (T) and practical (P) skills
towards the performance of the new job ), include development of
theoretical and practical skills, but also meet interaction needs that exist
among the new employees.
An Induction Programme can also include the safety training delivered to
contractors before they are permitted to enter a site or begin their work. It is
usually focused on the particular safety issues of an organisation but will
often include much of the general company information delivered to
employees.
New employee orientation is the process you use for welcoming a new
employee into your organization. employee orientation, often spearheaded
by a meeting with the Human Resources department, generally contains
information about safety, the work environment, the new job description,
benefits and eligibility, company culture, company history, the organization
chart and anything else relevant to working in the new company. As new
employees enter an organisation, they find themselves thrown into a new
environment and a confused state. This is where induction training can help
familiarise them with the organisation's ways and culture. New employee
orientation often includes an introduction to each department in the
company and training on-the-job. New employee orientation frequently
includes spending time doing the jobs in each department to understand
the flow of the product or service through the organization.

Induction is a systematic process of familiarizing the new recruits to the
organization functioning so that they become productive in the least
possible time. Induction is the tool to orient the new recruits to various
aspects of the organization and his /her job. The aim of the induction
process is to help new employees make a smooth, positive adjustment to
the workplace. Induction enables the new employee to gain familiarity with
the work environment and to acquire a sense of belonging that will build a
commitment to the organization. Recruitment is an expensive business. It
takes time, money and effort to find the right people to join your
team.Induction is the process, formal or informal that introduces
newcomers to your organisation. Ideally it should take place as soon as
possible after the new member has arrived. An effective induction process
shortens the time it takes to get the new recruit up to speed. An induction
process is not simply for new employees. The same benefits can be
received by staff who have been promoted or transferred or those who
have returned from a long period of absence. Furthermore you should be
careful to include against long term temporary staff, who are entitled to the
same training and development as permanent staff members. To not do so
could harm your organisation and may be considered discriminatory.
The Induction Programme is designed to help new employees to become

familiar with the requirements of their post and adapt to their new working
environment as quickly as possible.
The Induction Programme covers several aspects:-
* To provide a planned introduction and training period which will assist

you to become competent in the duties of your post.
* To help you to develop contacts with those staff with whom you will
need to liaise in connection with your job.
* To ensure that you are aware of how your post relates to the work of
the Department as a whole.
* To provide you with an overview of how the Organization works and an

understanding of its mission.
A successful induction process has three Goals
* Helps new employees settle in;
* Helps new employees understand their responsibilities and what is

expected of them;
* Ensures the employer receives the benefit of the new employee as

quickly as possible.
OBJECTIVES OF INDUCTION

There are following objectives for induction process :-
.
Build confidence about self and the organization with in the new
employee is one of the major objectives of the induction. This will makes
the employee who recruited recently is become a productive one by
reducing his/her anxiety that impedes ability to learn to do the job.
Create the feeling of belongings and loyalty with in the new
employee is another objective of the induction. Usually a new employee of
the organization has little fear about his/her strengths at the beginning,
because of the difference of the work culture and the environment. And if
he/she signed a long appointment letter which was has all the rules and
regulations then he/she might have some of frighten.
That fear and the shy of new employee could change by a good induction
program. Then he/she may feel that place like his/her home and will adapt
to the organization in a short period.
Familiarize the new employee with the jobs and the job
environment
with in a short time is another objective of the induction. If the new
employee takes much more time to understand and adapt to organizational
culture and environment, the organization will not have effective outcome
from the new employee at the beginning as they expecting. To achieve the
expecting level of the outcome, organization also need to support new

employee form some kind of contributions. Induction programs and proper
training and development programs could consider as that kind of
contributions. When employee starts to think the organization as his own
and he/she has a responsible to take care and contribution to development
of the organization- that is the beginning of the feel of belongingness and
loyalty. Loyal employee will give the maximum contribution of his/her to
the profit/achievements of the organization.
Generate favorable attitudes with in the new employee about
peers, superiors, subordinates and the organization in general is
another objective. Attitude is the basic thing that can be change the
behavior of a person. If the person developed with good attitudes, he/she
will be a valuable person to the organization, and persons like that are
thinking about the organization work with same as owners.

Induction is giving a chance to move all employees among themselves at
the beginning they have joined to the organization.

Assist the new employee to contribute to organizational success
more quickly is another objective of the induction programs. New
employee may not know the organizational objectives and the annual
targets. At the induction program, an employee will get know about the
things mentioned in above. This will helps to change the private agendas of
some employees to organizational agendas. Trying to achieve personal
agendas at the working place is a bad practice of some employees.

Ineffective induction programs are giving the opportunity to the employee to
practice his/her personal agenda at the work place. So then how could
organization having the effective outcome from that particular person? It
should change. The changing point is induction program. New employee
will understand the social responsibility of his/her to the organization. Then
it will be helps to have effective and efficient works for the both parties of
employee and employer.
PURPOSE OF INDUCTION or ORIENTATION :-
The purpose of induction is to ensure the effective integration of a new
employee into the workplace. As well as the usual orientation, a new starter
needs to understand the business, where their role sits within the set-up
and what's expected of them, as well as being quite clear regarding their
terms and conditions of employment. A good induction programme should
leave no room for confusion or lack of understanding and should, therefore,

induce a feeling of 'belonging'. The employee should then integrate well
into the team, have high morale, achieve optimum productivity and
therefore be able to work to full potential. In other words - obtain job
satisfaction!.Induction is like an introduction and orientation to the
company. It ensures that employees are aware of company policies and
procedures as well as the company ways of working and vision.
For the employee, it means that all bases are covered and their trained and
introduced properly. It also means that all employees receive the same,
consistent experience when joining.
Finally , a good orientation programme will create a favourable impression
of the firm and its work. Just as a favourable first impression of an
individual help to form a good relationship, so a good initial impression of a
company, a co-worker, or a supervisor can help a new employee adjust
better. Further , effectiveness of an orientation programme can have a
lasting effect on absenteeism and turnover.
There are two categories of Induction program :-
a) Employee Handbook
b) Induction Training
a) EMPLOYEE HANDBOOK :-
Through the handbook scenario employee supposed to know about
everything to do with the company is crammed into a booklet . These
handbooks tend to be either turgidly written, or written for simpletons.

Sometimes the handbooks arent even in handbook form, but are a stack of
photocopied pages that are even more difficult to read. Feeling hopeful,
new recruits have a go at reading them. But since they are inadvertently
designed to combat insomnia. Occasionally some companies test people
on their company knowledge based on the assumption that people have
read these tomes, but most don't bother finding out what people got from
this form of 'Induction'.
Advantages of Employee Handbook :-
i) It saves time and cost.
ii) It helps to know about the rules and regulations of the company.
iii) Company need not take appointment from speakers.
iv) Company need not arrange the venue for the Training.
Disadvantages of employee handbook :-
i) Employee lacks culture of the organization.
ii) Employee might not study the handbook.
iii) It doesnt create the sense of belongingness towards the

organization.
iv) Employees are unaware of information about their

compensations and benefits.
v) Employee are never aware of the mission and vision of the

organization.

vi) Organization reputations wont go further to the public.
b) INDUCTION TRAINING :-
Induction training is more usual kind of Induction. This is where companies
actually put some real thought and effort into trying to make people feel
welcome by meeting them face-to-face. The starting point of a good
induction programme is to welcome new people and introduce them to the
culture of the organisation to, indeed, help them feel they've made the right
decision and to get them to start their new job committed, engaged and
productive.
Advantages of Induction training :-
i) It helps to know the culture of the organization.
ii) Employee feels familiar with the company.
iii)Organizations reputation will go further to the public.
iv) Employee is aware of the mission and vision of the organization.
v) It creates sense of belongingness towards the organization.
vi) Employee is aware of information about their compensation and

benefits.

vii) They become more productive
Disadvantages of Induction training :-
i) It is expensive.
ii) It takes time.
iii) To take appointment from speakers is so difficult.
iv) Company needs venue for Training.
v) Company needs to arrange accommodation and travel allowance for

their employees.
NEED OF INDUCTION PROGRAMME :-
Need of induction programme is to welcome new people and introduce
them to the culture and environment of the organization.They have made
the right decision and to get them to start their new job committed, engaged
and productive. And also introduce them what are the mission and vision of
the organization. Induction is an ongoing process and if done well impacts

the duration of stay of employees, the clarity that they have about their role,
the productivity that they can achieve, the performance they can deliver
and the passion with which they work & grow with the organization.
IMPORTANCE OF INDUCTION PROGRAMME :-
Induction plays a vital role to the newly joined employees at the time of
introduction to the new recruit about the organization. Based on the
Induction, the organizations reputation will go further to the public.
Induction is the process by which new employees are integrated into
organization so that they become productive as soon as possible.
NECESSARY THINGS WHICH SHOULD BE COVERED IN INDUCTION
PROGRAMME AT FLEXITUFF INTERNATIONAL LTD. :-
There are some necessary things which should be considered :-

Make it Two-way.
Use local heroes, Champions, and enthusiastic spokesperson

during the programme.
Let them know how things work.

Let them know what the company expects of them.
Find out what their expectations are.
Be flexible.
Have fun.
Be clear what your key messages are.
Get them involved in describing and engaging with whatever your

'product' is.
Make it personal. Find out what's going on for them.
INDUCTION FEEDBACK
Employees were asked what they wanted and needed from orientation.
They were also asked what they liked and didn't like about orientation. New
employees were asked what they wanted to know about the organization.
Additionally, the organization's senior managers were asked what they
believed was important for employees to learn when joining the county

payroll. Induction Feedback Questionnaire should be filled up by the
employees and should be evaluated by the HR department It can be used
to know the induction process level and what the employees want from the
organization. By this it is also possible to check the awareness level of the
new employees.
The best new employee orientation:
has targeted goals and meets them,
makes the first day a celebration,
involves family as well as co-workers,
makes new hires productive on the first day,
is not boring, rushed or ineffective, and
uses feedback to continuously improve.
PROBLEMS OF ORIENTATION PROGRAMME :-
An orientation programme can go wrong for the number of reason. The HR
department of flexituff sholud try to avoid such errors. Some of them are :-
1. Supervisor who is entrusted with the job is not trained or is too busy.
2. Employee is overwhelmed with too much information in a short time.
3. Employee is overloaded with forms to complete.

4. Employee is given only menial tasks that discourage job interest and
company loyalty.
5. Employee is asked to perform tasks where there are high chances of
failure that could needlessly discourage the employee.
6. Employee is pushed into the job with a sketchy induction under the
mistaken belief that trial by fire is the best induction.
7. Employee is forced to fill in the gaps between a broad induction by the
HR department and a narrow induction at the department level.
8. Employee is thrown into action too soon.
9. Employees mistakes can damage the company.
10.Employee may develop wrong perceptions because of short periods
spent on each job.
SWOT ANALYSIS AT FLEXITUFF
SWOT Analysis of Induction and Induction Feedback Process is done after
the completion of the project to know the following points regarding the
induction and induction feedback process conducted in the company.
Strengths
Through the induction the employee gets easily familiar with working

culture of the company.
Employee gets knowledge about the employee benefits, salary

procedure, leaves procedure, etc.
Induction feedback process gives the feedback from employees what

they want from company and level of the awareness of the employee
regarding the company.
Induction removes the conflict in the mind of the new employees.
Weakness
Induction is time consuming for the company.
Induction creates the boredom and over whelmed for the new
employees.
Sometimes employee do not take interest in the induction as well as

in the feedback process.
Opportunities
With the help of planned induction process creates the feeling in the
mind of the employee that the company is concerned about them.
This creates the loyalty of the employees towards the company.
Good induction programs get new people up to speed faster, have

better alignment between what new people do and what the
organization needs them to do, have happier employees.
Through the good induction program company may have low turnover

rates in future.
Threats
1 The result of not planned induction is often a confused new employee

who takes a long time to become productive, or becomes frustrated and
quickly leaves the organization.
2 The cost of unplanned induction can create problem in the cost control
and cost effectiveness for the HR department.
INDUCTION CHECKLIST AT FLEXITUFF
( TOPIC OFTEN COVERED IN EMPLOYEE OREINTATION PROGRAMMES )
Induction for : ____________________________ Position : ____________________
Appointment Date : ___ / ___ / ___ Induction to be completed by : ___ / ___ / ___
Managers Name & Position : _____________________________________________
Information to be covered if not applicable mark N/A Staff Initial
BEFORE the staff member starts

Office accommodation and equipment
1 Confirm office/desk area and office furniture, including any special
requirements, diary, stationery etc
2 Confirm computer availability
3 Apply for email account, and complete and send off any other
computer access forms required
4 Organise security keys
Internal communications
1 Inform team of start date of new staff member
2 Add staff member to distribution lists (including email groups)
3 Appoint a team buddy to assist new staff member in the first week
4 Send signed offer and employment documentation, including IRD
form, New Employee Information Form, Role Description, Date and
time of start on first day, Dress code
5 Draw up list of people the new staff member should meet
6 Arrange business cards if required
ON THE FIRST DAY
1 Introduce to Senior Managers

2 Introduce to team buddy
3 Introduce to rest of team
4 Provide information on the Company Structure, Communication and
reporting channels, core Processes, policies, goals , future changes
Employment Issues
1 Hours of work, lunch and tea breaks

2 Initial discussion/training on the staff members new role key tasks

and performance measures, personal concerns contact
3 Holidays/Sickness entitlement. Explain procedures for leave
4 Who to contact if sick
5 How and when payment is made, bank forms
Office Arrangements
1 Location of office/desk, space for work and personal items (e.g. coat)
2 Phone book, internal phone book, making outside calls
3 Voicemail system and arrangements for training
4 Location of toilets and other facilities e.g. coffee & tea, water to drink
5 Where photocopier, fax, basic stationery and other consumables are
located, and how equipment works
6 Car parking
Security and Safety
1 Confidential statement (if required) signed and policy explained

2 Supply security access keys, as required, and advise on security
given, including what to do if these are lost
3 How to set and turn off any after hours alarm system
4 Building evacuation and emergency procedures emergency exits
5 Location of first aid cabinet. Information on injury reporting and claims
supplied
Any other items discussed:
I acknowledge that the above items have been discussed with me .
Date...
When this form is completed, please ensure it is filed on the staff members
personal file.

INDUCTION PROGRAM OF FLEXITUFF
Flexituff provides both type of Induction Programs i.e Employee Handbook
as well as Induction Training. It provides 2 months Induction Programme to
their employee. It provides separate Induction Programme to each group .
For recruitment, Flexituff goes to top ranked colleges for campus selection
before that company form a panel of recruitment who go to the colleges
campus and conduct the Group Discussion and Personal Interview. Those

students who clear their Group Discussion and Personal Interview, finally
they are hired for the Flexituff. And second way of recruitment is
Advertisement in national newspaper and Employment News.
In Flexituff during induction period a employee is introduced with the
following scheme system, condition as :-
ORGANIZATIONAL ISSUES :-
1. History of employer
2. Organization of employer
3. Employees title and department
4. Layout of physical facilities
5. Overview of production process
6. Company policies and rules

7. Disciplinary regulations
8. Employee handbook
9. Safety procedure and enforcement
WORKING SYSTEM :-
1. Attendance system
2. Working hours
3. Shift schedule
4. Weekly off / rest
5. Late coming
6. Short leave

7. Over time
8. Compensatory leave
9. National and festival holidays
10. Leave rules
11. Personal records
12. Identity card
13. Discipline
14. Safety
EMPLOYEE BENEFITS :-
1. Pay scale and pay days
2. ESI
3. PF
4. Bonus
5. Rest breaks
6. Gratuity scheme

7. Medical assistance
WELFARE SCHEME :-
1. Group medical policy
2. Accident policy
3. Farewell gift scheme
4. Transport facility
5. Canteen
6. Toilet and washroom facility
7. Medical center
INTRODUCTION :-
1. To supervisor
2. To co workers
3. To trainers
JOB DUTIES :-
1. Job location
2. Job tasks

3. Job safety requirements
4. Overview of job
5. Job objectives
6. Relationship with other jobs
OBJECTIVES OF INDUCTION PROGRAM AT FLEXITUFF
1. Introduce new employees to Flexituff in a positive way in line with good
employment practice.
2. Meet Flexituff s initial legal obligations, relating to joining formality, PF,
gratuity, superannuation schemes etc.
3. Begin the process of engendering a corporate culture & commitment
within Flexituff.

4. Support new employees so that they can effectively & competently carry
out their job as soon as possible.
5. Form the basis for further individual development.
6. Demonstrate Flexituff s commitment to investing in its talent (staff).
7. Help support individuals & reduce turnover rates amongst newly
appointed staff.
RESEARCH METHODOLOGY
MEANING OF RESEARCH
Research in common parlance refers to a search for knowledge. It is a
careful investigation or inquiry specially, trough search for new facts in any
branch of knowledge. In other words, research comprise defining and rede
fining problems, formulating hypothesis or suggested solutions, collecting,
organizing and evaluating data , making deductions and reaching conclu
sions, and at last carefully testing the conclusions to determine whether

they fit the formulating hypothesis.
TYPES OF RESEARCH
The basic types of research are as follows :-
1) Descriptive vs. Analytical: Descriptive research comprises
surveys and fact-finding enquiries of different types. The main objective
of descriptive research is describing the state of affairs as it prevails at
the time of study. The most distinguishing feature of this method is that the
researcher has no control over the variables here. He/she has to only
report what is happening or what has happened. The methods of in
conducting descriptive research are survey methods of all kinds, including
correlation and comparative methods.
Mean while in the analytical research, the researcher has to use the
already available facts or information, and analyse them to make a
critical evaluation of the subject.

2) Applied vs. Fundamental Research can also be applied or
fundamental research. An attempt to find a solution to an immediate
problem encountered by a firm, an industry, a business organisation, or the
society is known as applied research. Researchers engaged in such
researches aim at drawing certain conclusions confronting a concrete
social or business problem. On the other hand, fundamental research
mainly concerns generalizations and formulation of a theory. In other
words, Gathering knowledge for knowledges sake is termed pure or
basic research.
3) Quantitative vs. Qualitative Quantitative research relates to
aspects that can be quantified or can be expressed in terms of
quantity. It involves the measurement of quantity or amount. The various
available statistical and econometric methods are adopted for analysis in
such research. They include correlation, regressions, time series analysis,
etc.Whereas, qualitative research is concerned with qualitative
phenomenon, or more specifically, the aspects relating to or involving
quality or kind. The main aim of this type of research is discovering the
underlying motives and desires of human beings, using in-depth
interviews. The other techniques employed in suchresearches are story
completion tests, sentence completion tests, word association tests, and
other similar projective methods. Qualitative research is particularly
significant in the context of behavioural sciences, which aim at discovering
the underlying motives of human behaviour. Such research help to

analyse the various factors that motivate human beings to behave in
a certain manner, besides contributing to an understanding of what
makes individuals like or dislike a particular thing.
4) Conceptual vs. Empirical A research related to some abstract
idea or theory is known as conceptual research. Generally,
philosophers and thinkers use it for developing new concepts or for
reinterpreting the existing ones. Empirical research, on the other hand,
exclusively relies on observation or experience with hardly any regard for
theory and system. Such research is data based. They often come up
with conclusions that can be verified through experiment or
observation. They are also known as experimental type of research.
RESEARCH PROCESS
Research process consists of series of actions or steps necessary to
effectively carry out research. The following diagram shows the research
process.

RESEARCH OBJECTIVE
To determine the level of satisfaction of employees regarding Induction
process and to analyse the factors those influence the Induction process at
Flexituff International ltd.
SAMPLE UNIT
The first step in developing any sample design is to clearly define the set of
objects, technically called the Universe. In this research, the sample

under observation is finite, consisting of 30 employees
TYPE OF RESEARCH:
Data are collected by using one or more appropriate method: Interview
method and by filling questionnaires.
The study falls under the category of Descriptive Research. It is the
description of the state of affair as it exists at the present. Descriptive study
is a fact finding investigation with adequate interpretation. It is the simplest
type of research. It is more specific than an exploratory study, as it has
focus on particular aspects or dimensions of the problem studied.
It is also an Analytical Research because the researcher has to use facts
or information already available, and analyze these to make a critical
evaluation.
Research Method:
Research method refers to the behavior and instruments we use in
performing research operation. There are two types of data collection
they are as:
Interview
Through Questionnaires
SAMPLING METHOD
There are two methods of sampling:-

1. Probability Sampling :- It is based on the concept of random
selection of a controlled procedure that assures that each Population
element is gives a non-zero chance of selection. Probability Sampling
is of following types:
1. Simple Random
2. Systematic
3. Cluster
4. Stratified
5. Double
2. Non-Probability Sampling :-Non probability sampling is non-random
and subjective. That is each member does not have a known non zero
chance of being included. Types of Non-Probability Sampling:
1. Convenience 2. Judgement
Researcher selects the sample as per their convenience.
For this research work I have chosen Non- Probability Convenience
Sampling because time limit for the completion of the work is limited
and also managers and employees are not available all the time.
Data Collection
Research methodology talks about data collection of the project work.
The data collection as such is divided into
Primary data collection :- Data collected through

Questionnaire survey,
Telephonic Session, etc.
Secondary data collection :- Data collected through

Literature survey,
Journals,
Internet search,
Company records/bulletin,
Company reports, etc.
In this Project new joining employees data is taken from the companys
HRM. The information required for the induction and induction feedback
process is taken from HRM. Then the Induction Feedback Questionnaire is
made which is filled by them. So I collect both type of data for my
Research.
TOOLS AND TECHNIQUES USED

DATA ANALYSIS
Q1. Did your manager was prepared for the your arrival on your first day at
work at your company ?

INTERPRETATION
About the 74 % employees satisfied with the preparation of manager for the
arrival on their first day at company. And rest 26 % not satisfied.
Q2. Did your manager gave you a clear sense of direction during your first
few days of work at the organization.

Q3. Did you feel that your supervisor welcomed you and helped you to get
settled in to your new role.
Q4. Are you satisfied with Induction Process, which is present in the
organization ?

Q5. Was the organization induction useful to you.
Q6. Your co-ordination or relationship with your co-workers after the
induction.

Q7. Did your organization system was helpful and assisted you in
becoming productive in your role ?
Q8. Did you visit your organization for gaining the knowledge about the
working condition or facilities provided by the organization

Q9. During the induction process, did you have a clear understanding of
the values and purpose of your organization.
Q10. Did the organizations Induction Provides understanding of the
company, its culture, structure, products and customers etc.

Q11. Is induction helpful for making the good working atmosphere and to
achieving the organizations objectives.
FINDINGS
1. Induction programme plays a significant role in any organization to

get a new employee settled down.
2. The absence of proper induction programme will lead to confusion
among the new employee, as induction programme make a new
employee aware about the objectives and goals of organization.
3. An overwhelming majority of employees feels that an adequate
induction programme make them familiar to the organizations
structure, culture, products and the policies etc.
4. Induction programme enhance the productivity of a new employee by
providing him proper information and work oriented atmosphere.
5. Induction programme build a good relationship among the
employees by which they work with effective efficiency.
6. Most of the employee were satisfied with the induction programmre
conducted by the organization.
RECOMMENDATIONS & SUGGESTIONS
1. Company should make the induction program effective to get the

interest of the employee.
2. Company should tell the employees that it is important for them to
know the employee benefits and other facts.
3. Company should make the induction program cost effective.
4. Employees are not interested in giving their feedback company
should tell them to give feedback whenever asked.
5. The information should be adequate, niether it should be too long nor
too short.
6. Organization may provide the sufficient information about the history,
culture, rules and regulation, facilities, job description etc.
7. Induction programme should be given proper attention, HR manager
personally took the feed back for induction programme.
CONCLUSION
A good induction can determine how quickly your employee settles into the

business and the speed at which they develop to reach their full potential.
Giving the employee all they need to know in relation to their time at your
business will further determine its effectiveness. Induction Feedback is
necessary for the new employee as well as for the company to be
conducted because it shows the awareness of the employee and concern
areas to take corrective actions by the company. Involve everyone that you
feel essential to create good relations between the new employee and
those that they will have connections with. Make the employee feel
welcome and comfortable in all areas that will involve their presence.
BIBLIOGRAPHY

Book on Human Resource by L.M. Prashad.
Book on Human Resource by K. Ashwathaapa.
Book on Research Methodology by C.R. Kothari.
Company website : www.flexituff.com
Other website : www.google.com, www.msn.com
HR related web site : www.hprofesser.com
ANNEXURE

Q1. Are you satisfied with the procedure and the policies of the induction
followed here?
Q2. Is induction programme valuable for both newcomer and organization?
Q3. Have you attended any Induction program before this Induction
Program?
Q4. What was the duration of induction program?
Q5. How much you were satisfied with your first day of induction?
Q6. How was the induction program please rate the following topics:-
(1- Very Poor, 2- Poor, 3- Good, 4- Very Good, 5- Excellent).

1 2 3 4 5
i) Session was interactive.
ii) How was the snacks and food? .
iii) How was induction training room?
Iv) How much you have grasped from
Induction program?
Q7. Was the duration of Classroom Induction Program sufficient?

Yes No
Q8. Anything extra would you like to suggest improving this Induction
programme?
Ans
..

Summer Training Report on Induction Process at Flexituff International

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SUMMER TRAINING REPORT ON

FLEXITUFF INTERNATIONAL LIMITED

Mr. NASIR AHMAD AKANSHA SHARMA

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

This is to certify that Miss AKANSHA SHARMA has successfully

the project work as part of JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,

course as per following details:

Name of the course :- BBA (2 YEAR)

Specialization :- Human Resource (HR)

Name of the company selected for the project :-

FLEXITUFF INTERNATIONAL LTD. MAHUAKHERA GANJ (KASHIPUR)

Title of the project :- Study of Induction Program of FLEXITUFF

Academic year :- 2013 - 2015

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

A student always collects bouquets and brickbats. If there are some

instrumental in assissting me to successfully prepare the report.

Acknowledge the entire HR team at FLEXITUFF INTERNATIONAL LTD.

A heart felt thanks to the respondents surveyed whose ideas, critical

insights and suggestion have been invaluable in the preparation of this

Jayoti Vidyapeeth Womens University, Jaipur for providing me guide lines

Miss AKANSHA SHARMA

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

I hereby declare that the project report entitled INDUCTION PROCESS

collected by me through a structured questionnaire having relevant

Counter Signature: TRAINEE:

Miss AKANSHA SHARMA

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

sector, it is difficult to describe accurately its scope. A healthy national

economy is dependent upon healthy growth in business and industry. A

healthy growth in business and industry, in turn, primarily depends upon

and growth, is human capacity. Customer oriented, quality conscious, cost

efficient and multi-skilled manpower will determine the core competency of

Flexituff international ltd. is also striving to grow in a competitive global

customer delight to meet the challenge. In such a situation, human

of organization depends upon the strengths and capabilities of its human

capital. As part of Human Resource Function, Induction Program is the first

organization. It improves the personality, attitude, communication abilities,

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

aim of the Induction Program is to welcome the Management Trainees and

introduce them about the companys environment, their compensation and

culture of Flexituff ltd. In view of above, it becomes imperative for any

organization to conduct Induction Program.

As a part of the partial fulfillment of the BBA programee at JVWU ( JAYOTI

VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN) Summer training was

management practices in the field of human resource and how the

adopted by the FLEXITUFF INTERNATIONAL LTD. Kashipur (U.K.).

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

Chapter 2 INTRODUCTION OF THE TOPIC

Chapter 3 RESEARCH METHODOLOGY

Chapter 4 DATA ANALYSIS

Chapter 6 RECOMMENDATION & SUGGESTIONS

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

ABOUT THE COMPANY

group from Indore (M.P).

JAYOTI VIDHYAPEETH WOMENS UNIVERSITY,JAIPUR(RAJASTHAN)

printing, lamination and bag making.

Flexituff is the first company to start BOPP printed and

maintained by its team of scientists, engineers and professionals. Today,

receiving best export awards year after year.

Flexituff is the first and only Asian company now

successfully audited and certified by AIB ( American Institute of food